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Finding the Right Person for Your Company

Getting the right person for your company guarantees that your business will flourish. When you have high-quality staff working for you, they will contribute to your company’s success by allowing it to evolve and grow. Finding the right person is not easy as you have to look beyond the CVs and cover letters that they send to you to get a better insight into who they truly are. With these four tips, you will hire the right kind of talent:

1. Check out their social media

Perusing through candidates’ online profiles has become the new normal for employers. This strategy is ideal because it tells employers more about the kind of person a candidate is outside the work environment. Just so you know, most people often let loose on social media- their posts will show you who they truly are.  Don’t be surprised about what you will learn about them! At the moment, most businesses also have an online presence on Twitter, Facebook, and LinkedIn; thus, it is only prudent that you leverage that to take time to know your candidates before inviting them over for an interview. All this takes a lot of effort, but it is worth it in the end because you will find exactly what you need.

2. Identify their potential past their work

It would help if you had employees who are skilled and experienced enough for your target market. But experience and skills are obsolete if an employee’s personality and potential to grow do not align with your company mission and vision. Their emotional and social intelligence would play an essential role in introducing them to your existing team or giving them a new task to handle. Personality comes in handy because you want staff who navigate tough situations, communicate effectively and compromise when the need arises. Therefore, to find such professionals, you need to look keenly at how they respond to your questions, whether they are willing to admit when they do not know something, and most importantly, whether they have a vision. It would be best if you never forgot that there is so much to a job than producing the best results only.

3. Leverage a PEO

A professional employer organization (PEO) comes in handy when you are expanding your company. Service providers such as Singapore PEO ensure that its recruiting team places jobs in the best possible location. This works to your advantage by opening up your small business to more candidates, which helps you attract just the right talent for the job at hand. A PEO can also strengthen your requirement in several ways, including:

  • Cutting costs such as money you would spend travelling to a particular region to find talent.
  • Handling salary negotiations with potential candidates.
  • Promoting compliance through diversity recruiting.
  • Enhancing onboarding to prepare candidates for how your business operates.

4. Understand how a candidate’s vision aligns with the job

When creating a job description for a position that you want to be filled, you need to pay a lot of attention to how you want the position to evolve in the years to come. It would help if you also established how an ideal candidate would fit into your business’s growth plan. When hiring, you should be keen on a candidate’s aspirations to see how they align with the job that you are looking to fill. This involves asking them questions about where they see themselves in the next few years and why they think that the advertised job will help them fulfil their career aspirations. When the responses are similar to what you envision, then you will have found the right person for your company.

Conclusion

The truth is that it takes time to find the right people for your company, and the whole process can be daunting, especially if you are conducting mass hiring. It also does not matter how many questions you ask or interviews you conduct; the most important thing is to trust your gut instinct. If someone tells you that someone is right for the job, you should go along and hire them immediately. However, when you dismiss your instincts, you will wind up doing more harm to your organization than good. So, do not rationalize too much!


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Vasilis Bouronikos
Content & Communication Manager

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